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Responses to a career management survey from 309 male and 79 female business expatriates revealed that, controlling for demographic differences, females could less often meet their career goals with the corporation. They were less likely to regard expatriation as a useful career move. Explanations were derived from relevant research literature. (Contains 90 references.) (SK)

Purpose Drawing on activation theory, this paper aims to examine the process through which abusive supervision influences job-oriented constructive deviance (JCD) in the hospitality industry.Design/methodology/approach Data are collected from 198 employees working with 34 supervisors, at three time points across four hotel groups in Macau. The instantaneous indirect effect and moderated curvilinear effect using established measures are tested.Findings First, abusive supervision was positively associated with hotel employees’ job dissatisfaction and their job dissatisfaction had an inverted curvilinear effect on JCD. Second, job dissatisfaction nonlinearly mediated the impact of abusive supervision on JCD. Third, high problem-focused coping decelerated the diminishing benefits of job dissatisfaction on JCD.Practical implications First, organizations should accept employees’ constructive deviance but suppress managers’ abusive supervision. Second, organizations need to improve employees’ problem-focused coping skills and channel job dissatisfaction into constructive and active behaviors.Originality/value Theoretically, the authors test a nonlinearly mediating and moderated curvilinear model and address the research concern on whether, why and how service employees decide to engage in positive deviant behaviors when encountering abusive supervision. Practically, the authors avoid concluding that moderate levels of abusive supervision can promote positive employee behaviors and refrain from justification of abusive supervision in the hospitality context. [ABSTRACT FROM AUTHOR]

The authors discuss aspects 2008 global financial crisis in the perspective of the Chinese philosophical concept of Yin and Yang. They state that sustainable equilibrium in the global financial system will necessitate balance between healthy financial innovation and financial stability. The authors consider the changes in supply and demand balance in the local banking crisis as analogous to Ying and Yang forces changes.

This article aims to understand what leaders should do to best support the success of a self-managing work team. The results suggest that the western concept of emotional intelligence in leadership is ineffective when applied to a Chinese setting. The article provides insights into the obligations and responsibilities of Chinese leaders and helps explain some of the potential conflicts arising from misplaced emotions felt towards followers. The study, which was based on an intensive investigation of a professional-service firm over a four-year period, was conducted in two phases. Phase one involved the observation of work behavior while phase two involved extensive interviews. The findings highlight how difficult it is for emotionally intelligent leaders to motivate followers, and identify tensions that stem from pressures on businesses in a dynamic work environment. The results and their implications for future studies of emotional intelligence in Chinese organizations are discussed. [ABSTRACT FROM AUTHOR]

Focuses on feminism and women's movement in China. Basis of the traditional Chinese society on masculine value system; Information about Confucian ethics; Status of women in the country.